CINDY ATOJI-KEENE – DDIFO, January 20, 2019 | Scott Absher, co-founder and CEO of ShiftPixy, a tech platform that matches employers with qualified workers, advises employers consider giving workers flexibility in their schedules, if they can – especially if they want to attract millennial workers. That demographic, he says, puts great value on flexibility and control over when they work.

“Employees in the QSR industry don’t always have much control over when they work and how many hours they receive, which feeds into the high turn over seen in the industry. One strategy operators can consider is leveraging concepts from the gig economy and offering more control over schedules,” Absher says.

IRVINE, CA – January 7, 2019 – ShiftPixy, Inc. (NASDAQ: PIXY), a disruptive workforce engagement platform provider, today announced that Scott W. Absher, Chief Executive Officer, will present at the 21st Annual ICR Conference, one of the largest investment conferences of the year featuring presentations by more than 200 public and private companies, with attendance by institutional investors, private equity professionals, equity research analysts and select media approximating 3,000 in total.

The conference will be hosted at the JW Marriott Grande Lakes Hotel & Resort in Orlando, Florida, and ShiftPixy will present on Monday, January 14, 2019 at 2:30 pm ET. To access a webcast of the presentation please visit the investor relations section of the Company’s website at www.shiftpixy.com. A replay will be available for a limited time beginning within one hour of the conclusion of the call.

About ShiftPixy
ShiftPixy (NASDAQ: PIXY) is a disruptive human capital management platform, revolutionizing employment in the Gig Economy by delivering a next-gen mobile engagement technology to help businesses with shift-based employees navigate regulatory mandates, minimize administrative burdens and better connect with a ready-for-hire workforce. With expertise rooted in management’s nearly 25 years of workers’ compensation and compliance programs experience, ShiftPixy adds a needed layer for addressing compliance and continued demands for equitable employment practices in the growing Gig Economy.

ShiftPixy Cautionary Statement
The information provided in this release includes forward-looking statements, the achievement or success of which involves risks, uncertainties, and assumptions. Although such forward-looking statements are based upon what management of the Company believes are reasonable assumptions, there can be no assurance that forward-looking statements will prove to be accurate. If any of the risks or uncertainties, including those set forth below, materialize or if any of the assumptions proves incorrect, the results of ShiftPixy, Inc., could differ materially from the results expressed or implied by the forward-looking statements we make. The risks and uncertainties include, but are not limited to, risks associated with the nature of our business model; our ability to execute the Company’s vision and growth strategy; our ability to attract and retain clients; our ability to assess and manage risks; changes in the law that affect our business and our ability to respond to such changes and incorporate them into our business model, as necessary; our ability to insure against and otherwise effectively manage risks that affect our business; competition; reliance on third-party systems and software; our ability to protect and maintain our intellectual property; and general developments in the economy and financial markets. The Company undertakes no obligation to update forward-looking statements if circumstances or management’s estimates or opinions should change, except as required by applicable securities laws. The information in this press release shall not be deemed to be “filed” for the purpose of Section 18 of the Securities Exchange Act of 1934, as amended, or otherwise subject to the liabilities of that section, and will not be deemed an admission as to the materiality of any information that is required to be disclosed solely by Regulation FD. Further information on these and other factors that could affect the financial results of ShiftPixy, Inc., is included in the filings on Forms 1-A and 10-K and in other filings we make with the Securities and Exchange Commission from time to time. These documents are available on the “SEC Filings” subsection of the “Investor Information” section of our website at https://ir.shiftpixy.com/financial-information/sec-filings.

Consistent with the SEC’s April 2013 guidance on using social media outlets like Facebook and Twitter to make corporate disclosures and announce key information in compliance with Regulation FD, ShiftPixy is alerting investors and other members of the general public that ShiftPixy will provide updates on operations and progress required to be disclosed under Regulation FD through its social media on Facebook, Twitter, LinkedIn and YouTube. Investors, potential investors, shareholders and individuals interested in our Company are encouraged to keep informed by following us on Facebook, Twitter, LinkedIn and YouTube.

One group of workers at the tech giant feels it’s been left in the dark.

SCOTT ABSHER – Hospitality Technology, January 2nd, 2019 | With the rise of Uber, Amazon, and other companies ushering in a new economy built on instant gratification, consumers today don’t just want on-demand convenience – they expect it. This has resulted in the growth of off-premise food sales in the U.S., which are projected to increase by 12 percent a year, to $76 billion in the next four years.

As food delivery becomes an increasingly integral part of the restaurant industry, operators are choosing to collaborate with third-party gig economy partners like Grubhub and Doordash to facilitate their off-premise services. While this approach may seem like an easy solution since delivery vendors seemingly remove the administrative and logistical burdens associated with managing a delivery workforce, these partnerships come with downsides, and there are key reasons why operators should embrace employer status and use their own workforce instead.

By directly hiring delivery drivers rather than enlisting contractors, restaurants can avoid the repercussions of misclassification tribulations, the loss of brand control, and surrendering their valuable customer data to direct competitors.

Misclassification

In recent years, there has been an ongoing stream of litigation around the future of the gig economy as third-party delivery companies fight to maintain their business model and continue to classify their on-demand workforce as contractors, not employees. With this employment structure, delivery drivers claim they’re being drastically underpaid as companies like Grubhub don’t have to offer health insurance, workers compensation and other protections that traditional employers provide their workers.

Because of this, there is a risk a restaurant will unknowingly work with an unmotivated delivery driver. For example, one company that partnered with UberEats reported that drivers would sometimes send their children to pick up delivery orders for them. There’s also been multiple cases reported of third-party delivery drivers picking up an order and never actually delivering it to the customer, instead keeping the food for themselves and blaming the missed delivery on them mistakenly dropping the food, getting a flat tire or even being mugged. For this reason, when restaurants use delivery contractors instead of managing and trusting their own workers directly, they sacrifice reliability, accuracy, delivery timing and food presentation.

Brand Control/Customer Relationship

The risks mentioned above can ultimately affect and damage the restaurant’s brand and relationship with the end consumer. 80 percent of consumers blame a restaurant directly for problems with their delivery orders, even if a third-party brought them their food, and 55 percent of consumers admit that a previous experience with a restaurant influences where they dine moving forward. By outsourcing delivery, restaurants lose control of their brand from the moment the food leaves their location, increasing the risk of issues like poor food quality or an unpleasant interaction between the driver and customer, which will leave a lasting impact on the business itself.

Further, third-party delivery services ultimately sever the connection between restaurant and customer, a relationship that many consumers actually value. A whopping 82 percent of off-premise diners prefer to order food directly from a restaurant to maintain contact with their favorite brands. This indicates that only offering delivery through a third-party’s app could potentially deter sales and nudge a restaurant’s customers towards its competitors.

Valuable Customer Data

As the restaurant industry becomes increasingly competitive, brands must tailor their offerings to meet consumer preferences, but third parties roadblock a restaurant’s ability to do so by owning the valuable delivery data. The most dangerous thing a restaurant can do is surrender their valuable customer data to a third-party deliverer.

When restaurants partner with third-party vendors, they often get to access and control that data, and on top of that, it’s often sold or shared with other contracted partners (and usually, direct competitors of the restaurant itself) for marketing purposes, as one Grubhub representative admitted.

On top of these factors, third-party apps charge upwards of 30 percent per delivery, and for the restaurant industry which suffers a notoriously low profit margin, this can drastically impact their bottom line. While these services may reduce the logistical headaches accompanied with hiring and managing a delivery workforce, the broader issues of misclassification, brand control, customer data and increased costs must be taken into consideration.

Ultimately, there’s a strong argument to keep delivery in-house and maintain full control over the process. There are some technology platforms that ease the burden of managing a workforce, as well as other industry partners that take care of employment-related administrative burdens and allow restaurants easily self-deliver. Surrendering your brand and data are two critical missteps any establishment should avoid at all costs.

Despite its obvious growth, this new employment model has been heavily criticized due to its lack of protections for gig workers. Certainly there has been a move toward expanded protections for gig workers: The California Supreme Court Ruling made it more difficult for companies to classify workers as independent contractors rather than employees. And New York State’s Unemployment Insurance Appeal Board ruled that Uber was liable for unemployment benefits for three drivers (and others “similarly situated”).

But then came the Ninth U.S .Circuit Court of Appeals decision in September reversing a class certification order from a lower court case in which Uber drivers argued they should be categorized as employees rather than independent contractors.

The result has sent a mixed message, leaving the employment structure of the gig economy in flux.

Rather than stripping access to benefits, companies leveraging a gig workforce should instead embrace employer status and offer adequate pay and protections to their workers. In doing this, companies can still enjoy the benefits of a flexible, on-demand workforce, but have a happy and motivated labor pool as well, ensuring that their own brand image is upheld and the customer experience is always positive.

Gig workers are the heartbeat of the gig economy and critical to its future, so there are good reasons why they should be treated fairly and evidence of how that ultimately benefits organizations. The why and how is presented below.

Fair pay

Unfair pay is just one pain point for gig workers that needs to be addressed in order for the convenience economy to continue its growth. Some studies have reported that ridesharing drivers can earn up to $25 an hour but once that is adjusted for gas, car insurance, mileage and maintenance expenses, the average net income can fall to just $9.21 an hour, and potentially much less.

Fees imposed by the companies themselves also contribute to diminished net income. Lyft takes a 20 percent cut of each fare from the driver — plus the entire booking fee — while Uber takes a 25 percent cut. In addition, independent contractors aren’t entitled to minimum wage, overtime pay or other hourly law mandates, such as meal periods and rest breaks.

Benefits

While there are safety risks associated with all jobs, driving is a particularly dangerous occupation. An estimated 20 million to 50 millionAmericans are injured in road crashes every year, a critical concern for ridesharing and delivery drivers who don’t receive proper safety training or health insurance from their employers.

Even worse, 44 percent of independent workers rely on gig work as their primary source of income, yet aren’t entitled to unemployment insurance. If those workers are injured on the job and unable to continue working, they lose their entire income, without a safety net.This was the case for one gig worker who supported himself solely by driving for Lyft and Instacart – two gig economy behemoths. As he was filling an Instacart order, he injured his knee so badly that it required surgery. The driver was forced to take three months off for recovery. This meant his income was reduced to nothing, just when the medical bills were beginning to add up, leading to a year-and-a-half of homelessness.

Freelancers also don’t have access to 401 (k) plans. Only 16 percent of gig workershave a retirement savings plan, which means that millions of gig workers are putting their long-term financial security at risk to help facilitate the growth of our on-demand economy.

Embracing employer status

While fair pay, insurance and other protections are critical for workers, there are many reasons why employers should want to invest in their employees and embrace employer status while still enjoying the cost and time-saving benefits of the gig economy.

A recent study found that employee benefits were among the top two contributors to employee job satisfaction and happiness, Guardian Insurance reported. Additional research by the University of Warwick showed that employees are 12 percent more productive when they are happy, indicating that investing in employees’ well-being by providing benefits can have positive effects on a company’s success.

Embracing employer status can also help businesses protect their brand. For example, when restaurants outsource to third-party delivery services, they lose control of their brand from the moment the food leaves their restaurant, increasing the risk of cold food, delayed deliveries, negative customer interactions and ultimately, bad Yelp reviews, changed customer loyalties and a deteriorated profit margin.

When restaurants use their own team to deliver the brand-intended experience, they can better ensure food quality, delivery timing and the consumer experience is exactly as they expect. To facilitate this, restaurants and other businesses can partner with companies that provide a gig economy-like workforce but also take care of employment related burdens, ensuring workers are protected.

As the convenience economy continues to expand, it is important to remember that gig workers themselves are the heartbeat of this emergent industry. While California and New York recently passed legislation that once signaled a disruption of the gig economy’s employment model, there have been other decisions like the Uber dismissal case as well as Lawson v. Grubhub, in which the U.S. District Court of Northern California ruled that a Grubhub driver was properly classified and therefore not entitled to a minimum wage and overtime. The latter decisions show the obstacles that must be addressed before employment-related protections can be mandated.

In order for the convenience economy to continue its success and growth, companies must embrace employer status and offer their workers benefits, insurance and other basic labor protections, which in turn will enable them to control their brand image and improve company productivity overall.

Thinking you don’t have time isn’t an excuse.

CAMERON HUDDLESTON – Entrepreneur, November 1, 2018 | If you want to make extra money, there’s no shortage of side hustles to supplement your income. The challenge is finding one that actually works with your schedule. After all, if you already have a full-time job, you don’t want a side gig that interferes with your 9-to-5 or leaves you with no downtime.

That’s the beauty of side hustles, though. “It doesn’t matter how much or how little time you have, you can find some way to make money through online platforms,” said Kathy Kristof, creator of SideHusl, which provides reviews of online side hustle platforms. So it might just be worth it to explore money-making opportunities that match how much free time you’ve got in order to find your side hustle sweet spot.

Time Needed: Several Hours a Week

If you have a lot of time for a side hustle and a truck or van, Kristof recommends getting a high-paying gig with a moving service such as Truxx or Dolly. People who are moving can use the Truxx or Dolly apps to find someone to help with their move. You’ll be notified through the apps when there’s a customer nearby. You can make $30 or more an hour with Dolly if you have a truck or van and can lift more than 75 pounds. With Truxx, you get paid 70 percent of what the customer is charged (which is $25 to $35 an hour) plus tips.

Or you could use the Wonolo or ShiftPixy apps to be connected with hourly or same-day jobs, Kristof said. If you sign up with these platforms, you’ll be notified when there is shift work – such as a warehouse, delivery, clerical and service industry jobs — available for you.

Big Chains and small business alike are increasingly collecting personal information from their customers. Should you be concerned?

WHITNEY FILLOON – Eater, October 10, 2018 |

Should diners be worried about the collection of their personal data?

Yes and no.

“Where’s the line between treating customers like VIPs and stalking them?” wondered Nancy Luna, senior editor at Nation’s Restaurant News, during a panel at MUFSO. According to a recent consumer trends report by data collection company InMoment, 75 percent of consumers find most marketing personalization at least somewhat creepy (and 40 percent of brands admit to being creepy).

Creepy doesn’t necessarily translate to dangerous, though, and while the internet is rife with articles about how users can minimize the amount of data companies like Google and Facebook amass on them, at this point anyone who uses the internet regularly can fully expect that there’s already a thorough dossier of information assembled on them. But according to data privacy expert Jessica Ortega, a website security analyst at SiteLock, “Consumers do not need to worry about eateries having their personally identifiable information any more than they would for businesses in other industries, such as social media or retail stores.”

While the FTC has warned that simply Googling information on certain medical conditions can lead to people being classified as higher-risk by insurance companies thanks to the shady business of so-called data brokers, diners shouldn’t worry just yet about a dystopian future in which frequently ordering steak for dinner will hike their health insurance rates. Ortega notes that many countries have introduced legislation that limits the ways companies can share consumer data, and requires them to obtain consumers’ explicit consent before doing so. “This would stop insurance agencies from gathering diner data like eating habits in order to weaponize it against consumers and decline coverage or increase rates,” she says.

Diners should also be aware that some companies may share or sell their personal data to other organizations — which is the information that’s hidden deep within those pages-long user agreements that no one ever reads. On a panel at MUFSO, Scott Absher, CEO of ShiftPixy, a restaurant scheduling and consulting platform, warned restaurateurs about using third-party delivery apps. “The most dangerous thing you can do is surrender your customer data,” Absher says. “That is very powerful data about where people live and what they like to eat [and] they may sell it to your competitors.” Reached for comment, a GrubHub spokesperson says the company does not sell customer data, but that they may at times share “non-personally identifiable information with contracted partners in order to provide targeted, relevant marketing and gain insights to improve our products.”

How You Can Leverage a Gig Workforce Compliantly and Effectively

SCOTT ABSHER – Queens Borough, October 5, 2018 | In a recent survey, 60 percent of Human Resource professionals said that gig economy workers make up a larger percentage of their workforce than it did three years ago, and 42 percent said they plan to hire more “gig” workers in the near future.

This on-demand workforce presents significant opportunity for businesses by allowing companies to have ready access to a pool of talent while cutting costs from the traditional full-time employment structure.

However, as more companies leverage the gig economy, various challenges have come to light, most commonly related to worker misclassification disputes and a loss of brand control when “outsourcing” work to non-employees.

This is exactly where ShiftPixy comes in, letting companies leverage the many benefits of a gig workforce but without compliance concerns or potential brand damage.

As seen with recent lawsuits against traditional gig economy companies such as Uber and Grubhub, most gig platforms classify their workers as independent contractors rather than employees.

This relieves them of the expenses around providing benefits, healthcare and other protections, but workers have responded by filing suits as they strive for W-2 status in order to receive the benefits needed to survive in today’s economy.

The gig economy is now at a crossroads. How can companies still benefit from an on-demand workforce while ensuring those workers still have gig economy-like flexibility and are treated fairly and protected appropriately?

Enter Irvine, California-based ShiftPixy, which has offices across the country and a growing footprint in New York. Leveraging its staffing agency roots to match employers searching for part-time employees, ShiftPixy harnesses the gig economy concept but without the concerns of misclassification.

ShiftPixy takes over employment status to a company’s workforce, who are then considered employees – not contractors – and eligible for health coverage, unemployment and other benefits.

ShiftPixy creates a best of both worlds scenario by letting companies enjoy the benefits of an on-demand workforce and reduced employment costs, while also allowing the workers (or “shifters”) to have their own gig-like flexibility with the option to fill shifts at other establishments within the ShiftPixy ecosystem.

ShiftPixy takes care of over 50 essential and regulated aspects of the job provider’s human capital management demands, such as paid time off laws, insurance and workers’ compensation, minimum wage increases, and the Affordable Care Act.

In addition to the misclassification concerns, loss of brand control is another main challenge for the gig economy, especially when it comes to food delivery. For example, when restaurants partner with third-party aggregators, they surrender their brand and customer relationship to an independent contractor. In just one case of a third-party delivery experience gone wrong, a couple ordered pizza from a nearby shop using UberEats, but received two moldy sandwiches and a wilted salad instead. These kinds of experiences run rampant and can have a detrimental impact on the restaurant itself.

ShiftPixy is unique in that it allows restaurants to avoid tapping third-party aggregators and use their own team members to self-deliver the brand-intended experience to avoid risking food presentation, continuity, reliability, accuracy and delivery timing. In addition to relieving businesses from administrative and regulatory demands, ShiftPixy’s scheduling and recruiting platform automatically identifies gaps in workers’ schedules, enables the company to access a contingent workforce in real-time, broadcasts open shifts to a qualified pool of workers, caps and decreases escalating workers compensation costs, and ultimately, maximizes growth strategy and liberates their business.

These capabilities are all possible with ShiftPixy’s disruptive technologies, which includes a “micro-metering” approach to incremental payment transactions and related insurance coverages based on real-time use and exposures, a private, centralized blockchain ledger to record and track critical human capital validation, and IBM’s Watson artificial intelligence engine to achieve a uniquely personal experience for workers and employers alike.

As more and more businesses tap the gig economy for its flexibility, cost savings and accessibility to a qualified workforce, ShiftPixy creates a solution that is both advantageous to companies and ensures workers are compensated, protected and treated fairly.

LISA NAGALE-PIAZZA – SHRM, October 1, 2018 | Uber Technologies can force drivers who signed arbitration agreements to bring their employment-related claims individually in arbitration rather than as a class action in court, the 9th U.S. Circuit Court of Appeals ruled.

The ruling is a victory for Uber because it means that the ride-hailing service doesn’t have to worry about a large-scale class action, said Mark Absher, an in-house attorney with ShiftPixy, an app-based company that matches employers with available gig-economy workers. On the flip side, the decision is obviously disappointing to the attorneys that represent the Uber drivers because the cost of individually arbitrating claims could be significantly higher than litigating class claims with pooled resources, he noted.

Classification Dispute

Uber classifies its drivers as independent contractors, which means that the drivers are not entitled to benefits that are afforded to employees under federal and state laws, such as minimum wages, overtime pay and unemployment insurance. In ongoing class-action lawsuits, Uber drivers have claimed that they were misclassified and should have been provided certain employment rights and benefits.

Uber tried to enforce arbitration agreements—which included class-action waivers—that the drivers had signed. A lower court said the agreements were unenforceable and approved the class action, but the 9th Circuit reversed the ruling on Sept. 24.

The outcome isn’t a surprise after the U.S. Supreme Court’s decision in Epic Systems Corp. v. Lewis upholding class-action waivers in arbitration agreements. In that case, the high court said that neither the Federal Arbitration Act nor the National Labor Relations Act made class-action waivers unlawful.

It’s important to note that the 9th Circuit’s decision in the Uber case didn’t resolve the underlying issue of whether drivers are independent contractors or employees. Rather, the ruling reaffirmed for employers the value of having an arbitration agreement with a class-action waiver, noted Daniel Handman, an attorney with Hirschfeld Kraemer in Los Angeles.

Uber drivers who signed arbitration agreements will now have to bring their claims before an arbitrator, whereas drivers who opted out of arbitration may still be able to pursue their claims in court.

Tips for Employers

Employers should at least consider whether they want to require workers to sign arbitration agreements with class-action waivers, Handman said. There are pros and cons from an employer’s perspective, but a class-action waiver can be a powerful tool for employers, especially in states where class actions are common and the burden on workers is low to show that a claim should be brought on a classwide basis, he added.

Limiting the threat of class-action litigation can also be beneficial because it enables the parties to focus on the individual worker’s situation and the legitimate claims a particular worker might have, Absher noted.

Now is the time for employers to review their arbitration agreements, said Richard Meneghello, an attorney with Fisher Phillips in Portland, Ore. They shouldn’t rely on the agreements they had in the past or simply download and use an online template, he added, noting that arbitration agreements need to be carefully tailored to the company’s philosophy.

Some businesses may decide not to have arbitration agreements or class-action waivers, he said. But if they want to take advantage of the current state of the law, which permits such agreements, they should work closely with counsel to make sure they have up-to-date, tailored and compliant versions.

Dive Brief:

The 9th U.S. Court of Appeals has reversed a district court decision that denied a motion by ride-hailing service Uber to compel arbitration in a class-action lawsuit brought by current and former drivers. The appeals court also decided that the class certification granted to the drivers by the district court should be reversed (O’Connor v. Uber, No. 14-16078 (9th Cir., Sept. 25, 2018)).

The drivers had alleged that Uber violated various federal and state statutes by, among other things, misclassifying drivers as independent contractors rather than employees, the court said. In reversing judgment on Uber’s motion to compel arbitration, the court said it relied on its 2016 ruling in Mohamed v. Uber Technologies, Inc.In that case, the court reversed a prior decision denying Uber’s motion to compel arbitration of claims brought by a separate group of drivers. The O’Connor plaintiffs argued that their arbitration agreements with Uber were unenforceable in part because they contained class-action waivers that violated the National Labor Relations Act (NLRA).

The panel rejected the drivers’ arguments, noting that their NLRA argument was foreclosed by the U.S. Supreme Court’s 2018 decision in Epic Systems Corp. v. Lewis. Further, because the class certification was granted on the premise that the agreements were not enforceable, the court held that the certification “must be reversed.” The panel said that enforceability questions were “not properly for the district court to answer because the question of arbitrability was designated to the arbitrator.”

Dive Insight:

The court’s decision is a huge legal victory for Uber and the heavily financed gig economy space in a circuit that happens to include Silicon Valley, where many gig services are based. It is also a particularly important incidence of a federal court invoking the Supreme Court’s recent decision in Epic Systems.

Moreover, the decision means that individual drivers bound to the type of arbitration agreements described in the suit can bring complaints regarding misclassification only to an arbitrator, according to Mark Absher, an in-house counsel with on-demand workforce management company ShiftPixy. In an email to HR Dive, Absher said complaints resolved in this manner provide no precedent for other litigants, which could prove discouraging for future complaints.

“[A]s a consequence of the court’s decision in O’Connor, Uber will likely face only a handful of complaints by the few disappointed drivers who found lawyers who are willing to arbitrate a single matter to a conclusion that is not likely to yield a meaningful financial benefit for either the litigants or attorneys,” Absher said. “This outcome is obviously of significant benefit to Uber and other comparable businesses that lean on the independent contractor status of their workers and use arbitration agreements.”

Uber recently decided to nix mandatory arbitration agreements for both full-time employees and drivers, but limited that policy to claims of sexual harassment or assault. Experts who spoke with HR Dive did not expect the announcement to cause widespread change on the issue of arbitration agreements within the gig economy context.

In the end, the 9th Circuit’s decision “sidestepped” the substantive issues regarding misclassification, Absher said; “there is no assurance for companies like Uber that the issues will not be explored in other contexts.”

The MUFSO (Multi-Unit Foodservice Operators) Conference is the flagship event for Nation’s Restaurant News, the leading resource for business intelligence in the foodservice industry. Industry leaders will gather at the Hyatt Regency Reunion in Dallas to discuss best practices and insights on the future of the industry, and ShiftPixy will be located in booth #401.

“I’m honored to participate in one of the industry’s most respected conferences and join a panel with other sector leaders to discuss the future of food delivery,” said Scott Absher, CEO of ShiftPixy. “Traditional third-party delivery platforms charge as much as 30% and force restaurants to sever brand control when the food leaves the kitchen, so we’ll be discussing strategies to implement effective and efficient delivery solutions without any of the headaches many operators currently face.”

The next phase of delivery panel will focus on topics including the most successful methods of delivery to date, what restaurants can gain and lose by delivery, and if the future of delivery is 100% digital. Absher and the other panelists will also look at how restaurants can best compete for consumers in today’s increasingly competitive delivery marketplace that now includes grocery and gas station convenience stores, discount retailers and even shipping companies such as Amazon.

ShiftPixy’s disruptive employment model aims to transform how the restaurant industry hires and manages its workforce. A lot of today’s part-time labor force has left the standard workplace in favor of Gig Economy platforms that provide desired flexibility. Harnessing the Gig Economy concept, ShiftPixy matches employers seeking part-time employees, including delivery drivers, with qualified workers. Unlike others in the Gig Economy, ShiftPixy embraces employer status of the workforce, offering employment-related benefits and protections. ShiftPixy also helps lower delivery costs and enables restaurants to use their own team members to self-deliver their brand intended customer experience, while also alleviating the operators of the compliance, management and insurance issues that are imperative to delivery.

Learn MoreTo discover the power of ShiftPixy for your business please select one of our convenient webinar timeslots at https://www.shiftpixy.com/webinars/ or call us at 888-798-9100 to register.

About the Nation’s Restaurant News MUFSO Conference

Nation’s Restaurant News is the leading resource for business intelligence in the foodservice industry. Its flagship conference MUFSO (Multi-Unit Foodservice Operators) presents the award-winning content of Nation’s Restaurant News in a dynamic forum of restaurant industry leaders who gather to share best practices and laser-focused industry insights to help the foodservice industry move forward. Whether it is the yearly Top 200 chain report, the daily Social 200 ranking, or the MUFSO Conference, NRN is the first and most respected source of news and information for the foodservice industry. For more information visit www.mufso.com or www.nrn.com

About ShiftPixy
ShiftPixy (NASDAQ: PIXY) is a disruptive human capital management platform, revolutionizing employment in the Gig Economy by delivering a next-gen mobile engagement technology to help businesses with shift-based employees navigate regulatory mandates, minimize administrative burdens and better connect with a ready-for-hire workforce. With expertise rooted in management’s nearly 25 years of workers’ compensation and compliance programs experience, ShiftPixy adds a needed layer for addressing compliance and continued demands for equitable employment practices in the growing Gig Economy.

ShiftPixy Cautionary Statement
The information provided in this release includes forward-looking statements, the achievement or success of which involves risks, uncertainties, and assumptions. Although such forward-looking statements are based upon what management of the Company believes are reasonable assumptions, there can be no assurance that forward-looking statements will prove to be accurate. If any of the risks or uncertainties, including those set forth below, materialize or if any of the assumptions proves incorrect, the results of ShiftPixy, Inc., could differ materially from the results expressed or implied by the forward-looking statements we make. The risks and uncertainties include, but are not limited to, risks associated with the nature of our business model; our ability to execute the Company’s vision and growth strategy; our ability to attract and retain clients; our ability to assess and manage risks; changes in the law that affect our business and our ability to respond to such changes and incorporate them into our business model, as necessary; our ability to insure against and otherwise effectively manage risks that affect our business; competition; reliance on third-party systems and software; our ability to protect and maintain our intellectual property; and general developments in the economy and financial markets. The Company undertakes no obligation to update forward-looking statements if circumstances or management’s estimates or opinions should change, except as required by applicable securities laws. The information in this press release shall not be deemed to be “filed” for the purpose of Section 18 of the Securities Exchange Act of 1934, as amended, or otherwise subject to the liabilities of that section, and will not be deemed an admission as to the materiality of any information that is required to be disclosed solely by Regulation FD. Further information on these and other factors that could affect the financial results of ShiftPixy, Inc., is included in the filings on Forms 1-A and 10-K and in other filings we make with the Securities and Exchange Commission from time to time. These documents are available on the “SEC Filings” subsection of the “Investor Information” section of our website at https://ir.shiftpixy.com/financial-information/sec-filings.

Consistent with the SEC’s April 2013 guidance on using social media outlets like Facebook and Twitter to make corporate disclosures and announce key information in compliance with Regulation FD, ShiftPixy is alerting investors and other members of the general public that ShiftPixy will provide updates on operations and progress required to be disclosed under Regulation FD through its social media on Facebook, Twitter, LinkedIn and YouTube. Investors, potential investors, shareholders and individuals interested in our Company are encouraged to keep informed by following us on Facebook, Twitter, LinkedIn and YouTube.